The advantages of hiring disabled worke Essay example

Although there are laws in place to protect the right of people with disabilities. Some corporations and businesses might be hesitant to hire disabled

Most Americans with a disability are usually laid-off and if they do have a job it is usually part time, dead end or under minimum wage. Many organizations do not want to hire disabled workers because they do not expect anything from them, which is due to the way society treats the disabled. People believe they are not strong or capable of doing anything or worthwhile. There are laws put against this matter, but no one who is being treated this way is not saying anything because they accepted it. This makes them feel isolated and causes depression (APA

People with disabilities suffer discrimination such as the refuse of companies to hire those peoples. An estimated 386 million of the world’s working-age persons have some kind of disability, according to ILO. In a recent research, they found that two-third of the unemployed and disable persons said that they would like to work but they could not find jobs.

Individuals with disabilities continually encounter various forms of discrimination, including intentional exclusion from certain work areas, that denies them the opportunity to compete on an equal basis and to pursue those opportunities that guarantees success in the society. To guarantee success there is expectation regarding the relationship between the employer and employee, giving close attention to the various factors that should be considered to make the person with disability successful. This paper outlines the Americans with Disabilities Act (ADA) and the terms and conditions covering employees and employers as stated in Title 1. Title 1, as amended by the ADA amendment 2008, states that no covered entity will discriminate against a qualified individual based on disability (EEOC, 2015).

As the 25th anniversary of the signing of the Americans with Disabilities Act approaches later this month, it is clear that many of the fears of the business community failed to materialize. In the first five years of the act, there was no wave of business failures tied to compliance; no wave of unqualified applicants whom businesses were forced to hire; no wave of workers suddenly claiming disability due to a bad back; and no wave of lawsuits that inundated businesses with the burden of undue legal costs. (ADA.gov, 1995). In fact, tax subsidies provided in the act helped many businesses afford to make necessary access accommodations as well as to provide other reasonable accommodations for people with disabilities, and the positive ramifications have been considerable. Up to 45 percent of the disabled population now hold jobs and are contributing to the economy, (Brault, 2012).

We live in a digital world where the physical work becoming lesser and lesser day by day. In the professional world, if we look at any workplace whether it is industry or business, the people with disability will face discrimination. Stereotypical thinking is that people with physical disability cannot do much of work. Even though in this digital and machine world where less physical work required, though the disabled persons find difficulties. Most questionable thing is that, physically disabled persons who are entrepreneurs, they run their own business but they initially had faced discrimination in the professional world even though they have the qualification and every other qualities that proved that they are completely eligible for the job. The most questionable thing is that even bank which approved their loans for business, those banks also doubted them as a person.

There are several issues that create obstacles for disabled workers, negative perceptions, lack of external hiring support, and lack of internal hiring support (Wharton University of Pennsylvania, 2013). There can be the perception on the part of the employer that disabled workers create additional work for the colleagues, regardless of whether or not the fear is founded. There is frequently a lack of external hiring support as in no program by the corporation

Having workers with disabilities can be beneficial to organizations. Sotoa & Kleiner, 2013, recommend to incorporate disability into the agency’s diversity statement, increase supervisor knowledge of the employment of people with

One of the major problems that these individuals experience is the lack of inappropriate infrastructure to enable them take on their works efficiently with much ease. Most business corporations have therefore put up extra infrastructural provisions for their disabled staff while some have gone an extra mile of providing their disabled employees with particularly skilled and trained dogs as guides. When it comes to enrollment processes companies and businesses are not legalized by the law to discard job applicants from disabled people. Some major large corporations give predilections to the disabled candidates during their selection procedures.

Expansion of the disability programs and the poor employment rates of adults with disabilities have become major concerns for Social Security and disability policy makers across the country. Disability law, culture, and policy, as reflected most directly by the passage of the Americans with Disabilities Act of 1990 (ADA), has undergone a dramatic shift toward the equal employment of persons with disabilities. The ADA prohibits discrimination against persons with disabilities in employment, governmental, and local services, public accommodations, insurance, telecommunications, and public transportation. Dramatic, positive changes affecting the lives of persons with disabilities are occurring in public attitudes and behavior toward individuals

The law requires that no one should discriminate any person based on their disabilities. My organization should use this provision to employ more people with a disability. They should award some of the vacant positions to people with a disability to enable these people to earn a decent living since many of them are better educated than the rest of the population (US Department of Labour, 2008). On the same note, the company should rely on the law to employ many people to demonstrate its loyalty and adherence to the law. Employing people with a disability will give the firm an upper hand as a peoples’ company that does not discriminate along disability lines. For those few disabled people already working in the firm, the company must ensure that they come up with effective working conditions to ensure that they perform their duties

Disability is an impairment is a life changing condition that limits one’s physical or mental abilities. Disabilities comes in many forms such as blindness, hearing, speech disorder, loss of vision. and memory. As well as, chronic illness such as diabetes, HIV, obesity. Under Title I of the Americans with Disabilities Act of 1990 (“ADA”) employers, cannot discriminate against qualified individuals with disabilities when hiring, firing, job promotion, distribution of benefits and privileges. In addition, by law, employers must make reasonable effort to modify work equipment and job settings for people with disabilities. Such as job schedules, employee training and communication devices; without causing an undue hardship, significant difficulty

The American Disabilities Act requires employers to make reasonable accommodations that enable disabled employees the opportunity to work. According to Roberts, Betts, and Huzey (2014), Employers are responsible for, “Making the workplace easily accessible, Providing or modifying equipment and devices, Restructuring jobs, Changing work schedules, Reassigning staff to a vacant position, Providing readers or interpreters, Adjusting exams, training materials, and policies.” Employees have requirements too. Employees must identify themselves as disabled and request an accommodation (ADA, 2010). The employee and employer

    A person with a disability, or handicap, can be defined as someone with a physical or mental impairment, which has a substantial or long-term adverse affect on his or her ability to carry out normal day-to-day activities (Employment 2). Handicap workers face many challenges in the work place that the average person overlooks. Also, many special arrangements and alterations have been made to the workplace for people with handicaps. Accessibility, transportation, workload, and salary are just some of the many issues that must be considered with the prospect of employing the handicap.

Under Title I of the Americans with Disabilities Act, employers with fifteen or more employees are prohibited from discriminating against people with disabilities. Furthermore, the employment provisions of the Act require that employers provide equal opportunity in selecting, testing, and hiring qualified applicants with disabilities, job accommodations for applicants and workers with disabilities when such would not impose due hardship, and equal opportunity in promotion and benefits. (United States Department of Labor). If an employer is found liable for such discrimination, the fines can be extremely high. Therefore, it is important to know the definition of disability as determined by the ADA. A disability is a physical or mental impairment that essentially limits one or more of the major life activities of an individual, a record of having such impairment, or being regarded as having such impairment (Bennett-Alexander and Hartman) and the individual should be able to prove such factors to establish a prima facie case in court. Despite of these definitions, a disability is determined based on the effect the impairment